PARAS, VINCENT D.

BLOCK A – 3A
CHAPTER REVIEW
Chapter 4
IDENTIFICATION: Write the answer on the blank or space provided before each number.
LAW ENFORCEMENT MANAGEMENT 1. It may be defined as the function of management
concerned with promoting and enhancing the development of work effectiveness of the rank and
file.

MODERN TERMINOLOGY 2. This denotes the process of directing and controlling people
and things so that organizational objectives can be accomplished.

MANEGEMENT AND SUPERVISION DISTINGUISHE 3. This is a part of the management process which refers
to the act of overseeing people, or the process of overseeing subordinates and line officers.

UNITY COMMAND 4. This principle requires that every employee should be under the direct
supervision of but one manager.

SPAN OF ATTENTION 5. It was initially adopted from psychologists and which refers to the
number of subordinates an individual supervisor can manage effectively.

LAW ENFORCEMENT MANAGER 6. He must be adept at applying the priciples of wholesome

human relations with common sense so that he can best integrate the needs of personnel.

PERSONNEL MANAGER 7. The personel manager must place “_______” whether possible because
a happy worker is usually a productive one.

A BAD DECISION8. It is sometimes better than none at all. When it affects others, it should be
communicated to them clearly and simply to prevent misunderstandings.

DIRECTING 9. That is the continuous task of making decisions and embodying them in specific
and general orders and serving as the leader of the enterprise.

PLANNING 10. This is the process of working out in broad outline the things that need to be done
and the methods to accomplish the purpose set for enterprise.

ENUMERATION:
List the Three(3) important general objectives of personnel management.
11. GENERAL OBJECTIVES
12. MAXIMUM INDIVIDUAL PERSONNEL
13.DESIRABLE WORKING RELATIONSHIP
Give the two (2) broad areas of personnel manager’s job.
14. PLANNING
15. ORGANIZING

ESSAY
16-20. Briefly explain the perspective on personnel management.

Human Resource management (HRM) has gained rapid and widespread

acceptance as a new term for managing employment. It is more explicit in both
areas; its analysis of business strategy, an associated employment strategy, and
exposition of an underlying philosophy. Human Resource Management (or newer
ones, like International Human Resource Management) obviously does not emerge
by accident. There is no universal agreement on the meaning of Human Resource
Management. In fact, there are varying and contradictory models; yet they embody
common elements that distinguish them from previous approaches to managing
people specifically, personnel management.